Blind recruitment is a method that removes identifying information from job applications and CVs. This occurs before they are reviewed by hiring managers. The goal is to eliminate unconscious bias and promote diversity and inclusion. 

To create an anonymised recruitment process, we use an online application form. After you submit your application form, identifying details will be stripped from it before it is shared with the shortlisting panel.

We do not accept supporting statements or CVs.

Read the Job Description and Person Specification for each role carefully – these will set out exactly what you need to include. You will want to pay particular attention to the essential and desired criteria in the Person Specification.

When applying, there will be a number of questions relating to the post on the application form. It is essential that you complete the application questions, responding to each using examples of your skills, knowledge and experience. Where possible, draw a direct line between your experience and the key criteria for the role.

The recruitment process is anonymous. Therefore, we do not accept supporting statements or CVs.

Some roles need all applicants to take online tests. For these roles, details will be included in the job description.

After the closing date, the applications will be anonymised.

The short-listing panel will review the anonymised applications and rate them to assess how you meet the key job criteria. From these assessments, we then create a shortlist of people to invite for an interview.

We contact everyone who applied to let them know if their application was successful or not.

The interview dates are set out in the job advertisement. If you have been selected to interview, we will contact you by email and offer you an interview slot.

You will be interviewed by a small panel. This panel will include the hiring manager for the role, a member of the Community Land Scotland board, and potentially one other member of staff.

Everyone will be asked the same set of questions, ensuring that the process is fair and consistent. You may request to see the questions in advance – if you do, we will email them to you 30 minutes prior to your interview.

Interviews may take place online, or in person at our office in Govan. Details will be in the job advertisement.

If you are successful at the interview, the hiring manager will contact you by phone to make you a verbal offer. At this point they will ask you for two references.

We recommend that you have contacted these references in advance to let them know we will be contacting them – we find this speeds up the process.

Once your reference checks are complete, you will be sent a contract and offer letter, and details about onboarding.

If you were unsuccessful at interview, you will be contacted by email to notify you.